Cisco Meraki, a division of Cisco Networking, is a cloud-managed IT company and leader in cloud-controlled Wi-Fi, routing, and security. Our intuitive platform enables organizations of all sizes to deliver customer and employee experiences at scale. We provide groundbreaking technologies to our customers, and we’ve built an outstanding environment for our employees. We value diversity of perspectives, breath of experiences, flexibility and innovation.
There's no better place for you to thrive than the Network Connectivity Team. As a Senior Systems Software Engineer, you will be at the forefront of design & development of high-performance system software that drives the future of networking technology.
Checkout our 2-minute demo of Cloud managed switches [1].
What You’ll Do:
- Architect networking components that are simple, scalable, and highly available.
- Translate high-level directives into actionable steps that drive the design and development process.
- Triage complex network regressions and improve system debug ability to ensure outstanding customer experience.
- Collaborate on pivotal network functions such as L2/L3 data-plane and management, UDLD, LACP, Storm Control, VLAN, STP, LAG, QoS, and routing protocols (Static, OSPF, BGP, IPv6, ECMP).
You are an ideal candidate if you have:
- Proficiency in C and C++. Proficiency in another object-oriented programming language may be acceptable.
- Proven experience in a production software engineering environment
- A focused, organized approach to development, testing, and quality
- Experience with TDD (Test driven development).
- Expertise in Networking Fundamentals and solid understanding of network basics.
- Experience developing and troubleshooting in a Linux environment
- Understanding of OS fundamentals and experience working in both kernel and user-space
- Experience working with and writing concurrent programs
- Experience with application hosting environments and containerization (Docker, LXC)
- Experience with IPC/RPC communication mechanisms
Bonus Points for:
- L2 Management and Routing: Explore UDLD, LACP, Storm Control, VLAN, STP, and LAG to enhance network resilience and efficiency.
- L3 Management and Routing: Delve into Static Routing, OSPF, IPv6 Routing, BGP, ECMP, and Multicast management for comprehensive connectivity solutions.
- End-point Address Management: Engage with DHCP relay, SLAAC, and VRRP to ensure robust network operations.
- Uplink Management: Optimize connectivity through Primary Management Interface, KR port and propitiatory Northbound Connectivity technologies.
Does this sound like you? We'd love to hear from you!
Meraki is headquartered at Mission Bay, San Francisco, California. Come to beautiful views of the San Francisco Bay. We are also conveniently located in San Jose, Chicago and Austin. We offer flexible work options including 100% remote work.
At Cisco Meraki, we’re challenging the status quo with the power of diversity, inclusion, and collaboration. When we connect different perspectives, we can imagine new possibilities, inspire innovation, and release the full potential of our people. We’re building an employee experience that includes appreciation, belonging, growth, and purpose for everyone.
Cisco is an Affirmative Action and Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, genetic information, age, disability, veteran status, or any other legally protected basis. Cisco will consider for employment, on a case by case basis, qualified applicants with arrest and conviction records.
Message to applicants applying to work in the U.S. and/or Canada:
When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidate's hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process.
U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings.
Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco’s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco’s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community.
Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows:
.75% of incentive target for each 1% of revenue attainment up to 50% of quota;
1.5% of incentive target for each 1% of attainment between 50% and 75%;
1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation.
For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.
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